Work Environment Research Articles

Enter the School Online Promoter for Online Course Success

Often schools are unable to offer a wide curriculum at the Pre-tertiary level (16-18 year olds) because of small cohorts or limited finance to employ the full-time specialist. Some schools, however, have incorporated alternative online instruction instead of conventional direct instruction. However, these online Pre-tertiary learners have to negotiate with working in an unfamiliar virtual working environment, lack of sustained motivation, and the sense of being anonymous and not accountable in any meaningful way. Using data based on 20 interviews with international Pre-tertiary students, school staff, and online provider administrative staff, we propose the Online Partnership Model that has the potential to address these motivational and accountability challenges. In this model, the online provider formally trains and continually works together with an “Online promoter” who is a designated member of the school’s staff that is in regular face-to-face contact with the online student. The findings indicate that the motivational role of the Online promoter is welcomed by students, schools, and the online provider as being crucially supportive to student motivational well-being in the virtual environment. With such support, online delivery could well be a viable means of enabling schools to widen their curriculum without having to employ additional staff. For schools, this means that they can offer more specialized subjects (for example, Economics, Psychology, Film Studies, Mandarin) in their curricula where the small number of students does not justify employing a specialist teacher.

From jobs to careers: drivers and barriers to career development in emerging labor markets

IntroductionThis study aims to reveal the intrinsic and extrinsic drivers of career development in emerging labor markets and to explore the impact of these drivers and barriers on career development. With the rapid transformation of global industrial structure, career development in emerging industries such as artificial intelligence, big data, new energy and e-commerce is gradually attracting attention.MethodsThis study utilizes a mixed research method of questionnaires and in-depth interviews. The research team distributed a total of 700 questionnaires to practitioners in China, the United States, Japan, Germany and India, and collected interview data from 20 industry practitioners. These data were analyzed from both quantitative and qualitative perspectives to analyze the drivers and barriers to career development, and structural equation modeling was used to analyze the relationship between career motivation, barriers, social networks, and career satisfaction.ResultsThe results indicate that career development motivation significantly and positively influences career satisfaction, while individuals with high career satisfaction perceive fewer career barriers. In addition, career barriers significantly influenced individuals’ perceptions of career discrimination. The study also found that social networks play an important supportive role in career development, and that extensive social networks increase career satisfaction. Individuals with high motivation were more resilient in the face of external barriers and were willing to retrain to improve their occupational skills.DiscussionTo promote career development in emerging industries, labor market policies should optimize and create fair and inclusive work environments for emerging industries. By eliminating gender, age, and racial discrimination and providing employee support programs, career development satisfaction and opportunities can be effectively enhanced.ConclusionRapid technological updates, high work pressure, and cross-cultural barriers in emerging industries are the main challenges to career development today. This study suggests that governments and enterprises should jointly provide flexible vocational training and support policies to help practitioners adapt to the rapidly changing occupational environment.

Workplace spirituality and its relevance to workplace flourishing

Orientation: Workplace spirituality may previously have been just a new buzzword in the corporate world, but it has now become a topic of serious scientific inquiry, which cannot be ignored or disregarded. The reason for the increased attention given to workplace spirituality in recent years is the positive psychological working environment that it creates for employees.Research purpose: The research established whether workplace spirituality at the individual, work unit and organisational levels influence each other and whether individual spirituality influences workplace flourishing.Motivation for the study: The work and life domains in which employees need to function are not always conducive to their well-being. Therefore, it is necessary to consider to what degree work-related factors such as workplace spirituality influence employees’ flourishing, that is, holistic well-being, in the work context.Research approach/design and method: The study used a deductive approach, employing a correlational cross-sectional research design. Data collection involved a structured questionnaire, resulting in a final sample of 394 respondents.Main findings: The study’s main findings were that individual spirituality impacted emotional well-being. Also, organisational and work unit spirituality influences individual spirituality, and organisational spirituality influences work unit spirituality.Practical/managerial implications: Workplace spirituality should be considered to increase employees’ experience of work-related well-being, expressed as a sense of happiness and contentment and feeling satisfied at work. Furthermore, the spiritual development and growth of spiritual employees should be emphasised.Contribution/value-add: The study contributes to theory development and knowledge creation of the constructs of workplace spirituality and workplace flourishing.

The Influence Of Physical Environment, Situational Leadership On Performance Through Work Motivation

Human resources are an asset for organizations and agencies, because humans are part of the elements in every organization that can trigger creativity. Without effective human resources, it will be impossible for the organization to achieve its goals.The analysis used to test the research hypothesis uses descriptive analysis and path analysis. The results of this study show that there arethere is a positive influence of the physical environment on work motivation, there is a positive influence of situational leadership on work motivation, there is a positive influence of the physical environment on teacher performance, there is a positive influence of situational leadership on teacher performance, there is a positive influence of work motivation on teacher performance, there is a direct influence of the physical environment on performance through work motivation, there is a direct influence of situational leadership on performance through work motivation.In an effort to improve teacher performance, management ensures that the physical work environment is adequate, and that situational leadership is supportive so that it can increase work motivation.

Covid-19 pandemic and its economic and psychological impacts on Saudi workers: An empirical study in the kingdom of Saudi Arabia

Background: The COVID-19 pandemic has had a substantial economic and psychological impact on workers in Saudi Arabia. The objective of the study was to assess the effects of the COVID-19 epidemic on the financial and mental well-being of Saudi employees in the Kingdom of Saudi Arabia. Purpose: The COVID-19 epidemic has resulted in significant economic and societal ramifications. Current study indicates that the pandemic has not only precipitated an economic crisis but has also given rise to several psychological and emotional crises. This article provides a conceptual examination of how the pandemic impacts the economic and mental health conditions of Saudi workers, based on contemporary Structural Equation Modeling (SEM) models. Method: The current study employed a qualitative methodology and utilized a sample survey strategy. The data was gathered from Saudi workers residing in major cities of Saudi Arabia. The samples were obtained from professionals such as managers, doctors, and engineers, as well as non-professionals like unskilled and low-skilled laborers, who are employed in various public and private sectors. A range of statistical tools, including Descriptive statistics, ANOVA, Pearson’s Correlation, Factor analysis, Reliability test, Chi-square test, and regression approach, were employed to analyze and interpret the results. Result: According to the data, the pandemic has caused a wide range of economic problems, including high unemployment and underemployment rates, income instability, and different degrees of pressure on workers to find work. Feelings of insecurity (about food and environmental safety), worry, dread, stress, anxiety, depression, and other mental health concerns have been generated by these challenges. The rate of mental health decline differs among demographics. Conclusions: The COVID-19 pandemic has universally affected all aspects of our lives worldwide. It resulted in an extended shutdown of educational institutions, factories, offices, and businesses. Without a question, it has profoundly transformed the work environment, professions, and lifestyles of billions of individuals worldwide. There is a high occurrence of poor psychological well-being among Saudi workers. However, it has been demonstrated that both economic health and mental health interventions can effectively alleviate the mental health burden in this population.

Flow, job performance and psychological wellbeing: the role of psychological ownership and trust in the ICT work place

Purpose This paper, drawing on self-enhancement theory and from employee perspective, aims to develop and validate an integrative theoretical model that centers on the trust–psychological ownership (PO) link to investigate information and communications technology (ICT) employee work outcomes. Design/methodology/approach A cross-sectional survey with PLS-SEM analysis of 424 employees in ICT industry in Ho Chi Minh City, Vietnam, reports that all of 10 hypotheses are empirically supported. Findings PO is found to be an important driver of employee flow, job performance and psychological wellbeing. Moreover, it is posited that trust acts a moderator of the relationship between flow experience and job performance, and between job performance and psychological wellbeing. Originality/value To the best of the authors’ knowledge, this paper is among the first to affirm that trust in work environment serves as both an enabler for PO and a moderator for the relationship between flow experience–job performance as well as between job performance–psychological wellbeing path. The study also affirms that flow state plays a mediating role in the PO–job performance path, and that job performance acts as a mediator in the flow experience–psychological wellbeing sequence. Finally, new evidence expectedly highlights the positive impact of job performance, a short-term work outcome, on psychological wellbeing, a long-term work outcome.

Implementation facilitators and barriers of person and family-centred emergency care

Background: At the time of the research, the nurses in the designated hospital’s emergency department did not implement person- and family-centred care to the detriment of patients and families. They were, however, eager to embark on the implementation of the recommendations of the Registered Nurses Association of Ontario for person- and family-centred care.Aim: This study therefore aimed to explore and describe the possible implementation facilitators and barriers prior to the use of the association’s recommendations.Setting: The study included eight nurses with different specialisation fields and more than 5 years of experience in an emergency department.Methods: During focus group interviews with nurse participants, the domains of the Consolidated Framework for Implementation Research were used to explore whether the recommendations of the Registered Nurses Association of Ontario could be used to structure person- and family-centred care in the emergency department of the designated hospital in the Mpumalanga province in South Africa. The framework guided the deductive data analysis.Results: The identified facilitators referred to a positive match between the recommendations and existing practice in the department. The barriers referred to the department’s fast-paced work environment in which a combination of emergency and primary care is delivered.Conclusion: One of the facilitators referred to the participants being used to ongoing training by and communication from management to support their adjustment to improvements. One of the barriers referred to the department’s fast-paced work environment.Contributions: The article contributes to practice improvement with a description of the use of frameworks to explore possible facilitators and barriers prior to endeavours to implement recommendations.

The Effect Of Work Discipline and Work Environment On Employee Loyalty Of The Post Office Operations Division Main Branch Surabaya 60000

The goal of this study is to determine how employee loyalty is affected by work environment and discipline in the operations division of the Surabaya Main Branch Post Office 60000. Primary data from questionnaires given to respondents served as the basis for this study. Structural Equation Model-Partial Least Square (SEM-PLS) is a statistical analysis tool used in research data processing that use partial least squares analysis methodologies. According to the study’s findings, employee loyalty is positively impacted by work environment and discipline.

Implementation of Compensation Management at PT Parkland World Indonesia Jepara

This research aims to examine the implementation of compensation management that has been carried out by the company in the F1 PT PWI Jepara building. This research's main objective is to explore and assess how the implementation of compensation management is done in the company. The method used in this research is a qualitative descriptive method with interview techniques. Several employees at the F1 PT PWI Jepara building were the main informants taken by the author from different departments. The research results show that the compensation provided is not in line with employee expectations; the workload given to employees is not commensurate with the compensation received; work environment that influences employee work productivity; and there are no studies to measure employee satisfaction with compensation in the F1 PT PWI Jepara building. The implication is that to restore employee enthusiasm, the company must determine strategic steps, reduce workload, provide a sense of security and comfort in the work environment, and conduct an evaluation of employee job satisfaction in the PT PWI Jepara F1 building.

THE INFLUENCE OF ORGANIZATIONAL CULTURE, WORK ENVIRONMENT AND COMPENSATION ON EMPLOYEE PERFORMANCE AT PT. MARINATAMA GEMANUSA

This study was conducted to test and analyze the influence of organizational culture, work environment and compensation on employee performance at PT Marinatama Gemanusa. The population in this study were all employees of PT Marinatama Gemanusa, totality 46 people. The sampling technique with non-probability sampling using saturated sampling technique, where the total population is made entirely into research samples, namely 46 respondents. The research uses a quantitative approach using primary and secondary data. Researchers process data using statistical software. The analysis used in this study is multiple linear regression and partial hypothesis testing (t test). The results showed that partially organizational culture has a significant effect on employee performance; work environment and compensation partially have no significant effect on employee performance.

Differentiating Occupational Burnout Among Chinese Nurses: Moderating Roles in Nursing Work Environment and Perceived Care Quality

Objective: To investigate and identify different profiles of occupational burnout among Chinese nurses and explore how these burnout profiles moderate the relationship between the nursing work environment and perceived care quality. Methods: Cross-sectional data retrieved from the Chinese Nursing Work Environment Survey (C-NWES) were used for analysis. Variables of interest included occupational burnout, the nursing work environment, nurses’ perceived care quality, and demographic characteristics. Latent profile analysis was employed to identify potential profiles of occupational burnout, which were subsequently used as moderating variables to explore the relationship between the nursing work environment and perceived care quality. Results: Four profiles of occupational burnout were identified among Chinese nurses: Self-Fulfillment profile (38.3%), Emotional Exhaustion profile (37.7%), Lack of Accomplishment profile (16.6%), and Self-Isolation profile (7.4%). Among these, nurses in the Self-Fulfillment profile showed the greatest responsiveness to changes in the work environment, followed by those in the Self-Isolation profile, with the Emotional Exhaustion profile being the least responsive. Conclusions: The findings highlight the need for tailored interventions to address the specific needs of distinct nurse groups experiencing burnout, enabling organizations to improve nurses’ well-being, work performance, and patient care quality.

Public Policies on Employment and Labor Welfare: A View from the University Teaching Role

Higher education revolves around a dynamic environment where public employment policies and the well-being of university professors play a crucial role in the construction of a prosperous and sustainable academic environment. The research identified the relationship between public employment policies and labor well-being in university professors, through a quantitative approach, descriptive-correlational scope and cross-sectional section. The results showed that better employment policies are associated with an increase in teachers' well-being at work, suggesting that properly designed policies could significantly enhance their general well-being. It was evident that the modality of contract and job stability are critical factors that affect job security and the psychosocial well-being of teachers. Despite the fact that high psychosocial well-being was reported, teachers experience collateral effects such as somatization and alienation, which evidenced the presence of psychosocial risks in the work environment. The importance of comprehensive and effective employment policies, as well as institutional support to improve the quality of teachers' working life, is concluded. The implementation of preventive programs for psychosocial risks, strategies to promote well-being and teacher participation in the continuous improvement of employment policies is recommended. These measures will not only benefit teachers, but will also have a positive impact on the quality of education and, consequently, on society.

The Role of Emotional Intelligence in HR Leadership: Building Strong Teams in a Multigenerational

Emotional intelligence (EI) has been recognized as a crucial factor in human resources (HR) leadership, especially in building strong teams within a multigenerational work environment. This study aims to explore the role of emotional intelligence in HR leadership in addressing the challenges posed by diverse generational dynamics. Using a qualitative approach and case study method across several multinational companies, this research examines how HR leaders with high emotional intelligence can enhance team cohesion, facilitate effective communication, and manage intergenerational conflicts. The findings reveal that HR leaders with strong EI skills are better equipped to understand the emotional needs of employees across different age groups, ultimately helping to foster an inclusive and productive work environment. Leaders with high EI are also more responsive to the evolving needs of employees, from Baby Boomers to Generation Z, thus creating a flexible workplace culture that supports individual development. Challenges in applying EI in HR leadership are identified in the areas of differing values, communication styles, and expectations between generations, which can hinder team integration if not properly addressed. This study concludes that emotional intelligence is an essential competency for HR leaders to create cohesive and competitive teams within multigenerational organizations. Recommendations include developing EI training programs, adapting leadership strategies that are responsive to generational diversity, and raising awareness of the importance of EI in fostering team synergy.

Determining the effect levels of augmented decent work criteria in sustainable economic development with the fuzzy DEMATEL method

Creating decent work is among the priority issues for sustainable employment and development. This study aimed to determine the effect levels of the International Labour Organization (ILO) decent work criteria by augmenting nine indicators in the ILO manual to 12 criteria through a comprehensive literature review. Fuzzy DEMATEL, a multi-criteria decision-making method, has been preferred in this context. According to the analysis results of the study, the most heavily ranked criteria are ‘healthy workplace environment’, ‘decent working hours’ and ‘safe working conditions’ respectively, which contribute to the decent work concept. Further, ‘balance between work–family–personal life’ has been found the most affected criterion, while ‘education and training system’ has been the most affecting. Based on the findings, remedial and developing strategies are suggested on issues such as corporate culture, working hours regulation, safe working environment, subordinate–superior relations, social activities and regulations that take family life into account.

Assessment of Job Satisfaction

The research focused on assessing job satisfaction among contractual faculty members in higher education institutions, utilizing Herzberg's Two-Factor Theory as a framework. Contractual faculty members often hired temporarily, face unique challenges and conditions that can significantly impact their job satisfaction and overall engagement. Herzberg's theory distinguishes between motivators, intrinsic factors related to the job itself, and hygiene factors, which are irrelevant conditions surrounding the job. This study explores both factors to assess their effects on the job satisfaction of contractual faculty members.Quantitative approach is applied to capture relevant results of contractual faculty members' job satisfaction. The survey measured various motivators, including intrinsic and extrinsic factors. Findings indicate that while improvements in hygiene factors like salary and job security are essential for reducing dissatisfaction, they alone are insufficient to foster high levels of job satisfaction. Motivators, such as opportunities for meaningful work and professional development, are crucial in enhancing overall job satisfaction. This research provides valuable insights for higher education administrators and policymakers aiming to improve contractual faculty members' working conditions and experiences. By addressing motivators and hygiene factors, institutions can establish a more motivating and supportive work environment, ultimately benefiting faculty and students.

Comparative Analysis of FSW and SFSW Welded Joints of EN AW 1200 Aluminum Alloy

Friction stir welding is a research direction within ISIM Timisoara, with contributions and results obtained in several research projects carried out in this field. The paper presents results obtained by ISIM Timisoara regarding FSW welding in ambient environment and in liquid working environment (submerged friction stir welding SFSW) of EN AW 1200 aluminum alloy, using a welding tool made of steel, with threaded cylindrical pin. FSW welding in liquid working environment aims to avoid overheating of the welding tool and welding device during the joining process, as well as achieving better results compared to FSW welding in ambient environment. The evaluation of welded joints included structural analysis, hardness measurements, tensile and bending tests. A comparative analysis of the results obtained in the FSW / SFSW welding experiments carried out for the EN AW 1200 aluminum alloy is presented. The obtained results are useful for the outline of the future experimental research programs which will be carried out within the ongoing Nucleu project PN 23.37.01.02, regarding friction stir processing in ambient and in a liquid environment of this material.

Ageing and brain research networks in Norway

The global population is ageing rapidly with over 1.6 billion people forecast to be over 65 by 2050. While this ‘crisis of ageing’ builds, medical research is rushing to prepare to meet the expected increase in the number of patients, especially those with dementia, including Alzheimer’s disease. With the growth of the digital world, sharing of information and resources has come into focus as one way to help meet the crisis through creating positive collaborative working environments. In Norway, particularly two networks on ageing research have grown through the need for connectivity and collaboration, NO-Age and NO-AD. Their growth, and the growth of international collaborative environments, will help researchers seek for the keys to longer, healthier lives for older people around the world.

Active rest with exercise for pharmacy workers: an ergonomic approach to prevent musculoskeletal injury risk

This study aims to carefully review published articles examining the effect of active rest with exercise to prevent the risk of musculoskeletal injuries among pharmacy workers. Using the systematic literature review method, data were obtained from a thorough search on Google Scholar. The keywords were "Active Rest AND Exercise AND Injury Risk AND Musculoskeletal AND Pharmacy Worker AND Ergonomics". Additionally, inclusion and exclusion criteria were applied to select articles that align with the study objective. For example, it focused on articles indexed in the Scopus database and published between 2019 and 2024. For standard operationalization, this study followed the PRISMA method. Based on the search results, 6,850 articles were found from various sources. Furthermore, the articles went through several stages of the screening process, in which 8 articles that fit the theme and met the inclusion requirements were selected. The results of this study found that active rest programs had a positive impact on the work productivity, physical activity, and physical fitness of pharmacy workers. In addition, an occupational safety and health (OSH) program, a supportive work environment, and the promotion of an active lifestyle with exercise were also important in improving productivity. Adjustment of active rest programs for specific types of workers, effective behavior change interventions, ergonomic education, and multimodal physical therapy have been shown to reduce the risk of musculoskeletal disorders. The findings of this study support the assumption that a comprehensive intervention program can prevent musculoskeletal injuries, improve employee well-being and comfort, and provide guidance for healthcare practitioners and pharmaceutical company managers in designing effective active rest programs.

The relationship between virtual work climate and digital creativity: The role of remote work self‐efficacy and proactive personality

In the era of the digital economy, enhancing the digital creativity of remote workers is paramount for organizations. Our research, informed by insights from individual perceptions of climate and social cognition, introduces and examines a robust theoretical framework for comprehending the ways in which remote workers foster digital creativity within a virtual work environment. Utilizing this framework, we hypothesized about the correlation between a virtual work climate and digital creativity. To test our hypothesis, we embarked on an empirical study that involved a two‐stage survey, resulting in 331 valid responses. The findings reveal a positive correlation between the virtual work climate and digital creativity. Furthermore, we discovered that remote work self‐efficacy plays a role in partially mediating this relationship. The data also indicates that a proactive personality not only strengthens the connection between the virtual work climate and digital creativity but also enhances the link between the virtual work climate and remote work self‐efficacy. Intriguingly, a proactive personality also intensifies the mediating role of remote work self‐efficacy in the relationship between the virtual work climate and digital creativity. These insights shed light on the specific processes and conditions that amplify digital creativity among employees via a virtual work climate. We suggest that organizations can significantly boost the digital creativity of their remote workforce by cultivating a supportive virtual work climate.

Influence of Distraction Factors on Performance in Laparoscopic Surgery in Immersive Virtual Reality: Study Protocol of a Cross-Over Trial in Medical Students and Residents-DisLapVR.

Working in an operating room (OR) is physically and mentally challenging: the operation itself demands the surgeon's full attention, while time and cost efficiency constraints, daily planning, and emergency care interfere with the procedure. Thus, multitasking becomes an integral surgical competence. This study aims to examine the effect of disruptions during surgery in a highly immersive virtual reality (IVR) operation environment combined with a virtual reality (VR) laparoscopy simulator. This study aims to identify distractions in the OR and their importance in the clinical setting. An IVR environment was created using a high-resolution, stereoscopic 360° video of the OR. Different distractions were identified, classified as auditory, visual, or audio-visual, and recorded accordingly. The surrounding was combined with a VR laparoscopic simulator. Participants-medical students and surgical residents-received proficiency-based training in basic laparoscopic skills and were blinded to the aim of the experiment. Following a cross-over design, each participant received a unique order of virtual distraction factors while performing tasks on the laparoscopic simulator. During the experiment, subjective passing of time, stress, heart rate, and visually induced motion sickness are recorded. After the experiment, validated questionnaires for usability, immersion, and stress were completed, as well as subjective evaluation of the distractions. The questionnaires used included the system usability scale, Self-Assessment Manikin score, National Aeronautics and Space Administration Task Load Index, and the immersion rating scale as described by Nichols. Performance in the laparoscopic tasks in relation to distractions will be evaluated by the Wilcoxon test and ANOVA for continuous variables. Subgroup analyses in regard to age, gender, and expertise (medical students vs surgical residents) are planned. The described trial started in August 2022 and is ongoing. By July 2024, a total of 30 medical students and 9 surgeons have completed the study. We present a study protocol aiming to identify the impact of different disruptions in OR during laparoscopic training in IVR. Hence, it may lead to an improved awareness of distractions and facilitate accommodations toward an improved work environment. Prior research leads to the hypothesis that the performance of a more experienced surgeon is less impacted by distractions than the performance of inexperienced surgeons and medical students. Furthermore, we investigate which type of distraction has the largest impact on performance. With this knowledge, specific multitasking training can be devised, which may be particularly useful in medical education, for which VR might play a leading role. Additionally, workplace surroundings in the OR can be optimized with this knowledge. German Registry for Clinical Trials DRKS00030033; https://drks.de/search/en/trial/DRKS00030033. DERR1-10.2196/59014.